Organizational Climate

The first step in the process of organisational development and also during the enhancement of effectiveness of the organisation is the analysis of a current situation, which is done by testing the organizational climate.

Scientific research and everyday practice had definitely shown that organizational climate directly affects organizational performance. Climate factors predict whether people like their work and whether they will work to the best of their ability. If people are happy with their work atmosphere, they will expend extra effort to do their jobs well above the minimum; if not, they will not see their stake in the success or failure of their work group. 
Therefore, some of the questions analysed during testing organizational climate are: How do employees see the company and the team they work in? Do they perceive company goals as their own? Do they constantly look for new ways to improve the company and the team they work in? Do they constantly search for new ways to improve business or do they just mechanically work on the tasks that are given to them? Do they know what they should do, and how should they do it? How does internal communication looks like? What is the way of communicating with superiors and how to they see their superiors work? To what extend are the business processes optimized?...  
During the analyzing of organisational climate, conversation about problems conversations about problems focus on those aspects of business that have been shown to be the key factors for employee satisfaction and organizational performance. 
Some of the extra benefits of using this approach to strengthen the organisation, teams and individuals are: 

  • It removes employees’ focus from unfounded charges and encourages them to see advantages and disadvantages of their current business regarding their team and the organisation they work more realistically; 
  • Encourages them to give their concrete suggestions in a constructive, in order to improve organisation and team performance;
  • Encourages them to become aware how much they can individually contribute to everyday work on their job and as a part of their team. 

Additionally, testing organisational climate allows us to gather very concrete information about possible difficulties, which are usually connected to interpersonal communication and the way that the work is organized. Based on this information, Ramiro consultants give clear and concrete guidance on how to improve work efficiency. Additional value of activities such as this one is motivating employees and the management to take a proactive approach in problem-solving and generally to see their responsibility and the role they have in successful organization performance more clearly.

Theory and practice have showed that, even though sometimes climate in teams seems as the result of poor interpersonal relationships in and between teams, often the real cause of problem lies in poorly set work organisation or insufficiently developed leadership skills. In that context, carefully selected interventions can effectively improve organisational climate. In other words, analyzing organizational climate and detecting the real cause of problems is of great importance. All other interventions, which aren’t based on analysis of currents state in organisation, can only be temporary and in the long term make organizational climate even worse. 
Some of the most common procedures we recommend to improve climate is improving work processes and procedures you already have or setting new ones, setting values and standards of organization which encourage work motivation, setting quality processes of management, improving internal communication, educations and trainings of employees and the management…
When the real problems in teams are detected, methods for their solving are easy to apply and also very efficient.  



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